Conflict in Teams & Team Development

When there is conflict in teams the worse two things you can do is avoid/ignore it or confront it without understanding its purpose.

One of the keys to great team work is to not let conflict or points of view create differing values within team members contributions.

This can often be a challenge as when a manager/leader or group think has a preferred method or outcome, the team members who challenge this are often used as scapegoats. They also often act out as scapegoats.

Confronting conflict without understanding the context and rationale for its purpose produces short term and often harmful interventions.

Equally for a practitioner to work with a team, it is vital the practitioner understands their preferences around conflict and outcomes, peacekeeping is often as harmful to a group as is aggression. Yet socially more acceptable, only driving the conflict further underground and creating passive aggression behaviors such as denial, ignoring, delaying, avoiding, backstabbing, pandering, messing up, outing others and so on.

One thing we do at Organisational-Wellness is value everyone and everything that is presenting, we with team members look for its value and figure out where it is best placed. This gives team members greater understanding of the role they play, their reason for it and each person contribution to the dynamic within the team.

It also gives the team an opportunity to take responsibility for the solutions and needs of the team, rather than passively requiring someone else to solve problems that are being created within the team. Hence sustainable results. Owned by the team, continued by the team. Facilitated by us.